| Employee performance appraisals are considered | | | | programs. One of its purposes is to help the superiors |
| necessary in order to provide information about | | | | have a good understanding about their subordinates. |
| performance rankings. This information assists in | | | | They also play a major role in guiding employees to |
| making decisions regarding salary fixation, promotion, | | | | job changes with the help of constant ranking. Another |
| confirmation, transfer, and demotion. Apart from this | | | | objective of employee performance appraisals is to |
| information, employee performance appraisals provide | | | | facilitate fair and equitable compensation based on |
| feedback information about the level of achievement | | | | performance and to facilitate testing and validating |
| and behavior of employees. This information helps to | | | | selection tests. It also provides information for taking |
| assess the performance of the employees, rectify | | | | decisions concerning layoff and retrenchment and |
| performance deficiencies, and set new standards of | | | | suggesting change in employee behavior, if required. |
| work if required. Employee performance appraisals | | | | Organizations have to decide the content to be |
| play a crucial role in providing information that helps to | | | | appraised before the program is accepted. Normally, |
| counsel employees. The information helps to identify | | | | the content to be appraised is determined on the basis |
| deficiency in employees regarding skill and knowledge, | | | | of job analysis. The content to be appraised may vary |
| determine training and developmental needs, | | | | with the purpose of appraisal, type of appraisal, and |
| recommend means for employee growth, and give | | | | position of employees. Properly conducted |
| suggestions for correcting placement. Furthermore, | | | | performance appraisals let employees know how well |
| employee performance appraisals avoid grievances | | | | they are performing and also considerably influence |
| and punitive activities. | | | | the employee's future level of effort and task direction. |
| Performance appraisals aim at building and maintaining | | | | Performance appraisal is an organized description of |
| a satisfactory level of performance. They also aim at | | | | an employee's job-relevant strengths and |
| contributing to employee growth and improvement | | | | weaknesses. Appraisals are mostly arranged |
| through training and management development | | | | periodically according to a specific plan. |